Garuda Indonesia Manager Interview Questions
& Process

It was a great experience, even though I didn't move forward to the interviews. I can share my thoughts on the online test though. The online assessment covered basic topics. I didn't really like the English test questions because the speaker's pronunciation on the audio was poor. It's a typical Indonesian company 'psikotest', so be ready for those kinds of questions.

The Management Trainee recruitment at Garuda Indonesia was a long journey. After submitting your CV, cover letter, Bachelor Certificate, and Academics Transcript, if you passed the initial screening, you'd get an email for the first stage. This stage involved an online psychometric test, including personality traits, analytical and logic tests (tables, diagrams, arithmetic without calculators). It also included an English competency test, similar to TOEIC. A couple of weeks later, I got an email for the next stage in Jakarta at a Psychology Consultant Bureau. This was the Competency Assessment, which included a Focus Group Discussion (FGD) with 5 people per group, and an interview with a psychologist. For the FGD, we were given a business case study about a company needing improvement and had 45 minutes to write individual plans, then discuss as a group. Two psychologists observed our behavior and contributions. One person had to moderate the discussion. After the FGD, there was a 1-on-1 interview with the psychologist, covering personal questions, experience, achievements, family, and reasons for joining. Some friends were also asked about Garuda Indonesia's principles and culture (FLY-HI). After another couple of weeks, I received an email for the third stage, also in Jakarta at Garuda Indonesia Training Centre: the TOEIC Test. This was Garuda's own computer-based TOEIC. Weeks later, another email arrived for the fourth stage at Garuda Indonesia Head Quarters: Presentation and Interview with future users/bosses. We had 1 hour to prepare a presentation, often on a case study like Citilink's spin-off and survival strategy. After submitting the presentation, we'd wait to present it to future users and HR Managers, and answer questions about our background, college experience, and reasons for joining. Following another few weeks, the fifth stage was announced, held at Garuda Indonesia Hospital in Kemayoran Jakarta and a Background Test at Garuda Indonesia Head Quarters. The fifth test was a Medical Check-Up, including a notable Auditory Test. The sixth test was a Background Check, involving filling out a family history form and an interview with Corporate Security to ensure no harm, negative influence, or ties to forbidden ideologies. After waiting a few more weeks, the final stage was back at Garuda Indonesia Head Quarters: a Presentation to future Unit Directors and bosses. We received the presentation topic 3 days prior and had to submit it the day before. On the day, we waited to present to directors, managers, and HR Managers, answering more technical and specific questions about our background, college experience, and reasons for joining.

It was a long recruitment process. First, an interview with HR, then with a User (typically a VP), and if successful, you'd meet the BoD depending on the function. Not sure if the benefits outweigh the recruitment effort. Standard interview questions, and sometimes you had to do a case presentation. Interviewers would then ask follow-up questions based on your presentation.